Microinterventions: An essential tool
This article is a continuation of the one entitled ‘ The Challenge of Microaggressions’ (Oh c’mon it’s not that bad) so please read that first before you progress to this one.
Microinterventions need to underline the message contained within a microaggression. There is a range of ways to address microaggressions and this is an art that one develops over time. The key approaches have to ensure that one:
Highlights the microaggression as often the perpetrator is unaware that they have engaged in demeaning or offensive comments/behaviour
Disarms the microaggression directly by highlighting that an action or comment is offensive, this models good behaviours to other people present
Educates the perpetrator by shifting the conversation from intent to focusing on the impact as it is often impossible to prove intent
It is important to appreciate that it is not the responsibility of those that receive microaggressions to address them. It is everyone's responsibility to take their role as an agent of change across the University. There is a range of ways in which staff and students can take a step to address microaggressions whenever identified and some examples of action to take can be to:
Acknowledge and name the microaggression – Recognizing and naming the microaggression is the first step. This communicates to the perpetrator that the action was noticed and has had an effect.
Ask a question – Asking a question provides an opportunity to discuss the microaggression and allows the perpetrator to gain a better understanding of the issue.
Make a statement – By making a statement in response to the microaggression, the person can convey their feelings directly and clearly.
Refer to our policies – It can be useful to refer the perpetrator to our policies for ensuring a safe and respectful environment by directly indicating or contacting People Services for signposting.
Model appropriate behaviour – Modelling appropriate behaviour is a powerful way to demonstrate what is and isn’t acceptable.
Provide resources – Providing resources to the perpetrator can help them gain a better understanding of the issue and how to be an ally.
Take action – If the microaggression is severe, it may be necessary to take formal action. This could involve reporting the incident to the individual’s line manager or an appropriate authority.
Microinterventions are everyone's responsibility and this is why allies are important as often when a receiver attempt to address a microaggression this may exacerbate the situation depending on power dynamics. For the recipient, they will have to weigh how to respond, consider potential consequences and how they will come across to other colleagues which are all exhausting. It is important to also remember that addressing microaggressions is a process and a person will not always get it right the first time, however, it is important to keep trying.
